Manual of Administrative Policies and Procedures

Manual of Administrative Policies and Procedures6.2 - Compensation Plan - Procedures1. Salaries for New PMA Eligible Staffa) A starting salary above the applicable range Minimum may be deemed appropriate in order toaccommodate existing market conditions or to reflect previous related experience possessed bya candidate. Subject to this determination, and with the concurrence of the Dean/Budget Unit ordesignate, Human Resources may approve a starting salary up to a point equal to Job Rate.b) Starting salaries above Job Rate will be infrequent and must be approved by the AssociateVice-President, Human Resources.2. Salary Action on Promotions and Upward Reclassifications and Transfersa) When a current PMA Eligible staff member is promoted or his/her current position is reclassifiedto a higher classification within the same occupational series or to one in a differentoccupational series which has a Job Rate greater than 5% above the former Job Rate, anincrease in salary will be implemented which will bring that PMA Eligible member’s salary up tothe greater of:i) the Minimum of the new range, orii) to a point in the new range which will afford that employee an increase of 5% per levelover his/her current salary.b) Where circumstances warrant consideration of a larger salary increase than those stipulated ina) above, these amounts may be exceeded by up to a further 5% of the individual’s formersalary upon the written recommendation and explanation of the Dean or Budget Unit Head andapproval of the Associate Vice-President, Human Resources or designate.3. Salary Action on Lateral Transfersa) When a current PMA Eligible staff member transfers laterally to a position that has either thesame Job Rate of his/her current position or one within 5% of the Job Rate of the formerposition, when pro-rated to a common hourly work week, he/she may receive a salary increaseof up to 5% of the former salary upon the written recommendation of the Dean or Budget UnitHead and the approval of the appropriate Vice-President and the Associate Vice-President,Human Resources.b) Any lateral transfers occurring within two years of a previous lateral transfer where up to a 5%increase was applied will occur with no change in salary.

Policy 6.2 – Compensation Plan – Procedures Page 24. Salary Action on Voluntary Downward TransferWhen a current PMA Eligible staff member voluntarily transfers to another position which carriesa lower classification with a Job Rate more than 5% lower than that of the former position, thesalary will remain unchanged if it is within the new salary range. If the current salary is greaterthan the Maximum of the new range, the new salary will be the Maximum of the new range.5. Salary Action on Involuntary Downward ReclassificationWhen a current PMA Eligible staff member is involuntarily transferred to another position in alower classification as a result of the exercise of supervisory discretion, or when a PMA Eligiblestaff member’s own position is reclassified to a lower level as a result of a formal job evaluation,his/her salary will be affected as follows:i) When an involuntary downward reclassification results in the current salary exceedingthe Maximum of the new salary range, the salary will remain fixed until it is equalled bythe Maximum of the new range, following which it will be adjusted in accordance withfuture adjustments in the Maximum.ii) When an involuntary downward reclassification or transfer results in the current salaryfalling within the new salary range, future adjustments will be in accordance withnormal salary increase provisions.6. Merit Based AdjustmentsProgression from Job Rate to Maximum of the applicable salary range is on the basis ofperformance and evaluated in accordance with the Policy 6.4 - Performance Plan and Review.7. Market AdjustmentsA Dean or Budget Unit Head may request a salary adjustment to accommodate market forces orensure internal equity where a salary is anomalously low. Any such requests are submitted to theAssociate Vice-President, Human Resources for approval by the President and Vice-Presidents.8. Temporary AssignmentsHuman Resources must be consulted for information regarding salary for PMA Eligibleemployees on temporary assignments.9. On-Call Compensationa) Western shall make every reasonable effort to limit on-call eligible employees to on-callperiods of no more than 4 weeks in every 8 weeks.b) Individuals who are in the following categories and who are in a position to hire, promote andreview performance of individuals are not entitled to additional on-call compensation underthese procedures as they are compensated in the job evaluation plan for this accountability:- Salary Grade 16, 17 and 18- Technical 8- Research Scientist 3 and 4- Computer Services 4, 5 and 6c) Individuals on call will be compensated at the rate of $0.70 per hour for every non-workinghour on-call.